Search for: "EEOC v. United Parcel Services, Inc." Results 21 - 40 of 50
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8 Jan 2015, 5:53 pm by Joel O'Malley
United Parcel Service, Inc., No. 12-1226, which involves the extent to which employers must provide pregnant employees work accommodations provided to other non-pregnant workers with work limitations under the PDA. [read post]
21 Nov 2019, 9:01 pm by Joanna L. Grossman
United Parcel Service, federal courts around the country have been grappling with the proper treatment of accommodation claims. [read post]
17 Jun 2014, 7:15 am by Maureen Johnston
United Parcel Service 12-1226Issue: Whether, and in what circumstances, the Pregnancy Discrimination Act, 42 U.S.C. [read post]
5 Nov 2014, 4:33 am by Stuart M. Gerson
On October 2nd, the Supreme Court granted cert. in a Title VII religious accommodation case, EEOC v. [read post]
5 Nov 2014, 7:13 am by Epstein Becker & Green, P.C.
United Parcel Service, Inc., No. 12-1226, which poses whether the Pregnancy Discrimination Act requires an employer to accommodate a pregnant woman with work restrictions related to pregnancy in the same manner as it accommodates a non-pregnant employee with the same restrictions, but not related to pregnancy. [read post]
5 Nov 2014, 7:13 am by Epstein Becker Green
United Parcel Service, Inc., No. 12-1226, which poses whether the Pregnancy Discrimination Act requires an employer to accommodate a pregnant woman with work restrictions related to pregnancy in the same manner as it accommodates a non-pregnant employee with the same restrictions, but not related to pregnancy. [read post]
27 Jun 2014, 8:36 am by John Elwood
United Parcel Service, 12-1226, involves a UPS employee who was not permitted to return to work when pregnant because her doctor said she should not lift objects over twenty pounds. [read post]
18 Mar 2025, 3:50 am by Drew M. Capuder
United Parcel Service, Inc., 527 U.S. 516 (1999) The Court found that an individual with high blood pressure controlled by medication was not disabled because the condition, when medicated, did not substantially limit a major life activity. [read post]